ارائۀ الگوی جامع بهره‌وری نیروی انسانی دانش‌محور با رویکرد آمیخته

Purpose: Improving human resource productivity requires a comprehensive planned effort and begins by applying various productivity measures in practice. Planning to improve productivity includes changes in employee motivation methods and improving working conditions, improving systems, instructions, methods, technology, etc. The present study was conducted with the aim of providing a knowledge-based human resource productivity model with a mixed approach.
Method: In this study, a combined quantitative and qualitative research method was used to analyze information. As the objective type was applied, qualitatively, the content analysis method was used, and quantitatively, the exploratory factor analysis method was used. The statistical population in the qualitative method was sources related to human resource productivity, and in the quantitative method, the measurement of extracted factors was carried out among experts and prominent professors of universities and higher education centers in the country. First, the process section contains the content analysis and consists of two subsections: coding and content analysis. In the first coding, all sources were examined, and after the examination, the sources related to the topic remained. Then the coding process began. After examining the sources extracted from the databases; 110 sources were selected as a sample and their reliability was estimated using two methods: Krippendorff's alpha and Holst's method. The content analysis process was analyzed manually and using Nvivo software, and the exploratory factor analysis process was used using Spss software. After the coding process, which was carried out with frequent back and forth between the sources and the software, the process of determining themes began. In the first stage, similar codes were placed together and formed basic themes. During this process, the researchers realized that some codes had a higher level and that there was a possibility that they would be broken down at lower levels. In this way, the codes were reviewed again and the high-level codes were decomposed to the lowest possible level, and the process of determining themes continued again. Then, a name was determined for each basic theme. Then, themes that seemed to have a lot of overlap were combined with each other and formed a theme. This process of determining themes continued in the same way until the organizing and comprehensive themes were determined. Finally, to determine the validity of the findings, experts were asked to express their opinions on the initial model. The model was completed after feedback from the experts. In the second part of the research, to validate the obtained dimensional model, the variables of the research model were examined in the form of a questionnaire at Hai Hai University in East Azerbaijan Province. First, the KMO and Bartlett tests were calculated using SPSS22 software to ensure that the data were suitable for factor analysis. Then, factor analysis was used.
Findings: The codes of organizational factors (organizational structure, quality of work life, organizational culture), management factors (management style, performance evaluation, reward management) and job factors (motivation, empowerment) were the three dimensions of human resource productivity, consisting of eight components, respectively.
Conclusion: By creating a flexible and organic organizational structure, improving the quality of work life with international standards, and creating a participatory and developmental organizational culture, organizational factors will improve human resource productivity. By creating a consultative management style and delegation of authority, process and system performance evaluation indicators, and material and spiritual rewards, management factors will improve human resource productivity. By creating a high motivational process for human resources and strengthening empowering factors in the organization, job factors will improve human resource productivity.